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Last updated on 2024年6月4日

How can you ensure your feedback is constructive and well-received?

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Giving and receiving feedback is a vital component of professional growth and organizational development. However, delivering feedback in a way that is constructive and well-received can be challenging. It requires more than just pointing out what needs to be improved; it's about communicating in a way that encourages positive change and maintains a good working relationship. When feedback is delivered thoughtfully, it can lead to professional development, increased motivation, and better overall performance. Conversely, poorly delivered feedback can lead to resentment, demotivation, and a toxic work environment. Therefore, mastering the art of constructive feedback is essential for anyone looking to foster a productive and positive workplace.

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1 Timing Matters

Timing can significantly influence how your feedback is perceived. To ensure your feedback is constructive, choose a moment when the recipient is most receptive. Avoid times of high stress or right after a project's completion when emotions might be running high. Instead, schedule a meeting specifically for feedback to provide a calm, focused environment. This shows respect for the other person's time and mental space, making them more likely to listen and consider your insights seriously.

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Vanesa Dominguez

Analista de seguros ART
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El tiempo no es un tema crucial al momento de generar comentarios sobre el desarrollo laboral en la otra persona, creo que los comentarios hacia otro en un proyecto no tiene que ver con el tiempo sino con la forma en que se comunican, los comentarios deben realizarse todo el tiempo de manera constructiva, el tiempo no determina nada, la información y las formas de expresarlas son las que determinan la aceptación y el optimismo hacia el otro, creo que siempre se deben decir las cosas pero de la mejor manera, el tiempo no justifica la mala forma e intención.

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2 Be Specific

Vague feedback can lead to confusion and frustration. When giving feedback, specificity is key. Instead of making general statements, pinpoint the exact behavior or outcome that needs addressing. This clarity helps the recipient understand what they did well or what they can improve upon. Additionally, specific feedback is actionable; it gives clear direction on what steps to take next, which is far more useful than broad, ambiguous comments.

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Jessica Crooker CPCC, ACC

Head of Talent Development | Organizational Design, Talent Planning, Executive Coaching | Designing people-first work cultures that top-talent can’t resist
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An important part of ensuring your feedback is constructive and well-received is to share specific examples of the person's behavior which you have observed. Thoughtfully prepare for the meeting by considering which examples to share as well as the impact of that behavior (positive or otherwise). "I noticed... The impact on the team was... What is your perspective?"

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3 Balance Act

Striking a balance between positive and negative feedback is crucial for ensuring that your message is well-received. This is often referred to as the "sandwich" approach, where you begin with positive remarks, address areas for improvement, and conclude with encouragement. By acknowledging what someone does well, you create a supportive atmosphere that can make it easier for them to accept suggestions for improvement.

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Vanesa Dominguez

Analista de seguros ART
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Creo que al abordar un comentario hacia un empleado se debe realizar desde una base imparcial, nadie puede reafirmar que algo es bueno o malo, las situaciones laborales siempre se generan por temas que influyen a dos o más personas que generan el tema, por lo que siempre se debería de apoyar la mirada de nuestro empleado ya que es quien responde por nuestro negocio, enfatizar positivamente con nuestro empleado que finalmente es nuestro socio y el que está presente para que fluya diariamente el plan de negocio, creo que las oportunidades y desafíos están en las situaciones que sacan de contexto a los participes, no creo que los problemas existan en las empresas, sino las oportunidades de mejoras.

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Jessica Crooker CPCC, ACC

Head of Talent Development | Organizational Design, Talent Planning, Executive Coaching | Designing people-first work cultures that top-talent can’t resist
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There are varying perspectives on whether it's useful to use the 'sandwich' approach. At an annual review, it may make sense to provide a range of feedback. However, if you're providing timely feedback to address unacceptable behavior, trying to 'sandwich' it with positive comments can be confusing to the person receiving the feedback. If you want to create a support atmosphere, it may be more helpful to take the stance of: "This is the behavior we need to change and I'm here to help you. I believe you can make these changes."

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4 Focus on Behavior

When giving feedback, concentrate on behaviors and actions rather than personal attributes. Discussing someone's behavior is less likely to trigger defensiveness than commenting on their character or personality. By focusing on the actions that can be changed rather than inherent traits, you empower the recipient to make adjustments without feeling personally attacked.

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Vanesa Dominguez

Analista de seguros ART
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La retroalimentacion como bien la palabra lo argumenta es una alimentación positiva que vuelve hacia el otro, abordar siempre desde la simpleza los comportamientos, siempre hay que valorar a las personas desde sus virtudes, las actitudes defensivas se generan cuando las formas de comunicar no son las adecuadas, colocarse en el lugar de líder es saber elevar las aptitudes positivas de las personas en el desarrollo de sus tareas, lo que no concuerde con el objetivo se puede estimular pero de una forma positiva para que la visión del otro pueda encararlo de manera optimista y no sentirse afectado por una mirada externa.

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5 Follow-Up Support

Offering support after providing feedback is essential for constructive communication. Let the recipient know you're available to help them implement changes or to discuss the feedback further if needed. This demonstrates your commitment to their growth and reinforces the collaborative nature of the feedback process. Moreover, a follow-up can provide an opportunity to assess progress and make any necessary adjustments to the action plan.

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6 Listen Actively

Finally, remember that effective feedback is a two-way street. After sharing your thoughts, give the other person a chance to respond. Listen actively to their perspective, and be open to a dialogue rather than a monologue. This not only shows respect for their viewpoint but also can provide you with insights that might improve the situation further or clarify any misunderstandings.

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Vanesa Dominguez

Analista de seguros ART
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La escucha activa en una charla es crucial, siempre es más importante escuchar al otro que a uno mismo, más en el ámbito laboral un buen líder es más observador que parlante, si se enfoca en la escucha y en la acción del otro los malos entendidos desaparecen, porque no existe una imposición de valores.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Vanesa Dominguez

Analista de seguros ART
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Me gustaría a?adir que hay que enfocarse en que todas las situaciones laborales son positivas, los "problemas" son evoluciones que nos presentan varias vías de solución por lo que siempre hay que valorar a las personas que trabajan para uno, la confianza y el reconocimiento hacen que las personas se sientan parte de la empresa y los eleve en su contribución diaria para que el negocio fluya positibamente, hay que valorar y valorarse a la hora de tomar un puesto dentro del mundo laboral.

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How can you ensure your feedback is constructive and well-received?

1

2

3

4

5

6

7

1 Timing Matters

2 Be Specific

3 Balance Act

4 Focus on Behavior

5 Follow-Up Support

6 Listen Actively

7 Here’s what else to consider

Business Communications

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How can you ensure your feedback is constructive and well-received?

1

2

3

4

5

6

7

1 Timing Matters

2 Be Specific

3 Balance Act

4 Focus on Behavior

5 Follow-Up Support

6 Listen Actively

7 Here’s what else to consider

Business Communications

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感谢您的反馈

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